The relationship between employees’ perceptions of their leaders’ attitudes and employee retention
- Authors: Mendes, Kaye Cindy
- Date: 2014-05-05
- Subjects: Leadership , Organizational behavior , Work - Psychological aspects , Employee retention
- Type: Thesis
- Identifier: uj:10924 , http://hdl.handle.net/10210/10498
- Description: M.Com. (Business Management) , The purpose of this quantitative study was to determine the relationship between employees’ perceptions of their leaders’ attitudes in terms of being caring, and employee retention in an insurance organisation in South Africa. The employee turnover rate in 2012 for this organisation was 24%. Non-managerial employees for the national insurance company were surveyed. The psychometric instrument used to measure the data was the Survey of Perceived Organisational Support (SPOS). Analysis of data revealed a significant difference between the employee’s perceptions of their leaders’ attitudes toward their subordinates, and employee retention. However, the age of the employees and the number of months employed by the organisation indicated a correlation. This will allow organisation leaders to be better equipped and more proactive rather than reactive in terms of employee retention actions and plans
- Full Text:
- Authors: Mendes, Kaye Cindy
- Date: 2014-05-05
- Subjects: Leadership , Organizational behavior , Work - Psychological aspects , Employee retention
- Type: Thesis
- Identifier: uj:10924 , http://hdl.handle.net/10210/10498
- Description: M.Com. (Business Management) , The purpose of this quantitative study was to determine the relationship between employees’ perceptions of their leaders’ attitudes in terms of being caring, and employee retention in an insurance organisation in South Africa. The employee turnover rate in 2012 for this organisation was 24%. Non-managerial employees for the national insurance company were surveyed. The psychometric instrument used to measure the data was the Survey of Perceived Organisational Support (SPOS). Analysis of data revealed a significant difference between the employee’s perceptions of their leaders’ attitudes toward their subordinates, and employee retention. However, the age of the employees and the number of months employed by the organisation indicated a correlation. This will allow organisation leaders to be better equipped and more proactive rather than reactive in terms of employee retention actions and plans
- Full Text:
The correction of skewness of a task performance measure
- Authors: Ewinyu, Ayado
- Date: 2013-07-18
- Subjects: Performance measurement - Statistical methods , Work - Psychological aspects , Identity (Psychology) , Performance - Psychological aspects
- Type: Thesis
- Identifier: uj:7636 , http://hdl.handle.net/10210/8506
- Description: M.Comm. (Industrial Psychology) , Orientation: In theory, work-based identities have been perceived to predict employee performance at work. The rationale behind this thinking is that individuals apply their identities as they work. Little research is available on the exact nature of the relationship between work-based identity and task performance. Research purpose: The aim of this study is to investigate the relationship between work-based identity and task performance before and after the correction of the negatively skewed task performance measure. Motivation of the study: This study will shed light on how to statistically correct negatively skewed task performance ratings. Currently, limited literature exists on how to correct this skewness with the aim of understanding the work-based identity task performance correlation. Research design: The study utilised a secondary data analysis (SDA) approach within the quantitative research paradigm. This study was performed on a cross-sectional survey (n = 2,429) of data which was collected from middle management level, and management levels that fell beneath this, in a large South African Information and Communication Technologies (ICT) sector company (N = 23,134). Scales used in the study were the Work-based Identity (WI-28) and Task Performance Scales. Results: The results confirm a relationship between work-based identity and task performance before and after the logarithmic transformation of the negatively skewed task performance ratings. The results also indicate that the relationship between workbased identity and task performance remains unchanged after the transformation. Practical/Managerial Implications: Employee behaviours impact general organisational outcomes. Managers should strive to design interventions that draw on employee strengths, such as work-based identity and skills that would lead to improved work experiences. Contribution/Value-Add: The study described in this article builds on the work-based identity literature by showing that this construct can be used to predict task performance. The study also provides evidence of how to statistically correct a negatively skewed task performance measure.
- Full Text:
- Authors: Ewinyu, Ayado
- Date: 2013-07-18
- Subjects: Performance measurement - Statistical methods , Work - Psychological aspects , Identity (Psychology) , Performance - Psychological aspects
- Type: Thesis
- Identifier: uj:7636 , http://hdl.handle.net/10210/8506
- Description: M.Comm. (Industrial Psychology) , Orientation: In theory, work-based identities have been perceived to predict employee performance at work. The rationale behind this thinking is that individuals apply their identities as they work. Little research is available on the exact nature of the relationship between work-based identity and task performance. Research purpose: The aim of this study is to investigate the relationship between work-based identity and task performance before and after the correction of the negatively skewed task performance measure. Motivation of the study: This study will shed light on how to statistically correct negatively skewed task performance ratings. Currently, limited literature exists on how to correct this skewness with the aim of understanding the work-based identity task performance correlation. Research design: The study utilised a secondary data analysis (SDA) approach within the quantitative research paradigm. This study was performed on a cross-sectional survey (n = 2,429) of data which was collected from middle management level, and management levels that fell beneath this, in a large South African Information and Communication Technologies (ICT) sector company (N = 23,134). Scales used in the study were the Work-based Identity (WI-28) and Task Performance Scales. Results: The results confirm a relationship between work-based identity and task performance before and after the logarithmic transformation of the negatively skewed task performance ratings. The results also indicate that the relationship between workbased identity and task performance remains unchanged after the transformation. Practical/Managerial Implications: Employee behaviours impact general organisational outcomes. Managers should strive to design interventions that draw on employee strengths, such as work-based identity and skills that would lead to improved work experiences. Contribution/Value-Add: The study described in this article builds on the work-based identity literature by showing that this construct can be used to predict task performance. The study also provides evidence of how to statistically correct a negatively skewed task performance measure.
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Generation-Y knowledge workers’ experience of work demands
- Authors: Plint, Katherine
- Date: 2016
- Subjects: Knowledge workers , Generation Y , Quality of work life , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/373761 , http://hdl.handle.net/10210/214723 , uj:21317
- Description: Abstract: Work demands within the knowledge economy of the 21st century have changed as a result of numerous factors, including technology, globalisation and an information society. Coupled with the prominence of knowledge workers and generation-Y individuals, alterations in the characteristics of the workplace are evident. The implication for work demands on generation-Y knowledge workers is under researched, particularly with regard to their experiences on an individual, detailed and intricate level. An inductive, qualitative survey design was employed and semi-structured interviews were held with 10 participants to explore: How do generation-Y knowledge workers experience the demands of work? Thematic analysis was utilised within the data analysis process. A conceptual map was developed highlighting the subjectivity of experienced work demands and resulting implications for well-being. This was attributed to the mediatory construct psychological meaningfulness; where work was seen to fulfil a sense of meaning in the lives of generation-Y knowledge workers. Participants negotiated psychological meaningfulness, including purposeful contribution, personal values, growth and development, and personal excellence through the means of determining preferences. The extent to which alignment or dissonance was achieved led to positive or negative experiences of work demands respectively, and impacted well-being similarly. This demonstrated a personal or individualised rather than standardised perspective on the implications of work demands, as participants expressed varying and diverging experiences and effects on well-being. Three areas of strain on well-being were identified: Psychological, physical and psycho-social. It was concluded that generation-Y knowledge workers’ experience of work demands requires an interpretive and subjective understanding. However, the consuming nature of work as well as the extremity towards achieving psychological meaningfulness and the impact on the psycho-social well-being of the individual is questioned. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Plint, Katherine
- Date: 2016
- Subjects: Knowledge workers , Generation Y , Quality of work life , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://ujcontent.uj.ac.za8080/10210/373761 , http://hdl.handle.net/10210/214723 , uj:21317
- Description: Abstract: Work demands within the knowledge economy of the 21st century have changed as a result of numerous factors, including technology, globalisation and an information society. Coupled with the prominence of knowledge workers and generation-Y individuals, alterations in the characteristics of the workplace are evident. The implication for work demands on generation-Y knowledge workers is under researched, particularly with regard to their experiences on an individual, detailed and intricate level. An inductive, qualitative survey design was employed and semi-structured interviews were held with 10 participants to explore: How do generation-Y knowledge workers experience the demands of work? Thematic analysis was utilised within the data analysis process. A conceptual map was developed highlighting the subjectivity of experienced work demands and resulting implications for well-being. This was attributed to the mediatory construct psychological meaningfulness; where work was seen to fulfil a sense of meaning in the lives of generation-Y knowledge workers. Participants negotiated psychological meaningfulness, including purposeful contribution, personal values, growth and development, and personal excellence through the means of determining preferences. The extent to which alignment or dissonance was achieved led to positive or negative experiences of work demands respectively, and impacted well-being similarly. This demonstrated a personal or individualised rather than standardised perspective on the implications of work demands, as participants expressed varying and diverging experiences and effects on well-being. Three areas of strain on well-being were identified: Psychological, physical and psycho-social. It was concluded that generation-Y knowledge workers’ experience of work demands requires an interpretive and subjective understanding. However, the consuming nature of work as well as the extremity towards achieving psychological meaningfulness and the impact on the psycho-social well-being of the individual is questioned. , M.Com. (Industrial Psychology)
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The moderating effect of core self-evaluative traits on the relationship between job demands and burnout
- Monareng, Kgonnye Palesa Debrah
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
- Full Text:
- Authors: Monareng, Kgonnye Palesa Debrah
- Date: 2018
- Subjects: Burn out (Psychology) , Job stress , Work - Psychological aspects , Vulnerability (Personality trait) , Psychology, Industrial
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/295992 , uj:32242
- Description: M.Phil. (Industrial Psychology) , Abstract: Burnout, which is a response to interpersonal and emotional job stress, continues to receive much research due to the various negative impacts s it can have on organisations and employees. It is known that burnout occurs in work settings where there are many demands and few resources. However, individual difference variables cannot be ignored in the development of burnout. Drawing on the Job Demands-Resources model and positioning personality as a personal resource in the model this study set out to investigate if Core Self-Evaluative Traits moderate the challenge demand-burnout and hindrance demand-burnout relationship. The Maslach Burnout inventory, Core Self-Evaluation Scale, Quantitative Workload Inventory, and e Role Conflict and Ambiguity Scale were administered to 129 working adults. The results showed that challenge demands, hindrance demands, and Core Self-Evaluative Traits had a positive relationship with burnout. Core Self-Evaluative Traits did not moderate the challenge demand-burnout relationship but it did moderate the hindrance demand-burnout relationship. Specifically, the results indicated that participants who scored lower on Core Self-Evaluative Traits had a stronger positive relationship between hindrance demands and the cynicism dimension of burnout than participants who scored higher on Core Self-Evaluative Traits. Overall, the results indicate that a potential interaction effect exists between hindrance demands and burnout when Core Self-Evaluative Traits s are used as personal resources in the Job Demands-Resources model. Recommendations and implications for theory and practice are presented.
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Die werkskuiwe in Suid-Afrika : 'n bedryfsielkundige studie
- Sieberhagen, George van der Merwe
- Authors: Sieberhagen, George van der Merwe
- Date: 2014-09-30
- Subjects: Work - Psychological aspects , Working class - South Africa
- Type: Thesis
- Identifier: uj:12436 , http://hdl.handle.net/10210/12223
- Description: D.Com. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
- Authors: Sieberhagen, George van der Merwe
- Date: 2014-09-30
- Subjects: Work - Psychological aspects , Working class - South Africa
- Type: Thesis
- Identifier: uj:12436 , http://hdl.handle.net/10210/12223
- Description: D.Com. (Industrial Psychology) , Please refer to full text to view abstract
- Full Text:
The relationship between contemporary career attitudes, work engagement, and demographic factors
- Authors: Mjojeli, Bonisiwe
- Date: 2019
- Subjects: Work - Psychological aspects , Employees - Attitudes , Demography - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/403321 , uj:33792
- Description: Abstract : Work engagement refers to the state of positive functioning of employees in their work roles. Work engagement continues to be an organisational aspiration and concern as it results in positive organisational outcomes. The aim of the current study was to investigate the relationship between contemporary career attitudes, work engagement and demographic factors, where contemporary career attitudes comprised of protean career attitudes and boundaryless career attitudes. A quantitative, cross-sectional survey design was administered to a sample of South African employees in the Gauteng province (n=211). The following scales were employed: a biographical questionnaire; Utrecht Work Engagement Scale (9 item version) (UWES); the protean career attitude was measured through the two subscales: Self-directed career management (SDCM) and values driven (VD); the boundaryless career attitude was measured through the boundaryless mindset (BM) and mobility preference (MP). Correlational analysis was used to assess the relationship between contemporary career attitudes, work engagement and demographic factors. Independent-samples t-test were used to assess the significance of demographic factors on employees’ degree of contemporary career attitudes and levels of work engagement. In addition, standard regression was used to assess whether contemporary career attitudes and demographic factors significantly account for the variance in work engagement. The results indicated a positive relationship between protean career attitudes and work engagement while a negative correlation was found for boundaryless career attitudes and work engagement. In addition, no significant differences were found for gender on contemporary career attitudes and work engagement; significant differences were found for age with boundaryless career attitudes; significant differences were indicated for tenure and boundaryless career attitudes. General conclusions, limitations and recommendations for future research and practice are presented. , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Mjojeli, Bonisiwe
- Date: 2019
- Subjects: Work - Psychological aspects , Employees - Attitudes , Demography - South Africa
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/403321 , uj:33792
- Description: Abstract : Work engagement refers to the state of positive functioning of employees in their work roles. Work engagement continues to be an organisational aspiration and concern as it results in positive organisational outcomes. The aim of the current study was to investigate the relationship between contemporary career attitudes, work engagement and demographic factors, where contemporary career attitudes comprised of protean career attitudes and boundaryless career attitudes. A quantitative, cross-sectional survey design was administered to a sample of South African employees in the Gauteng province (n=211). The following scales were employed: a biographical questionnaire; Utrecht Work Engagement Scale (9 item version) (UWES); the protean career attitude was measured through the two subscales: Self-directed career management (SDCM) and values driven (VD); the boundaryless career attitude was measured through the boundaryless mindset (BM) and mobility preference (MP). Correlational analysis was used to assess the relationship between contemporary career attitudes, work engagement and demographic factors. Independent-samples t-test were used to assess the significance of demographic factors on employees’ degree of contemporary career attitudes and levels of work engagement. In addition, standard regression was used to assess whether contemporary career attitudes and demographic factors significantly account for the variance in work engagement. The results indicated a positive relationship between protean career attitudes and work engagement while a negative correlation was found for boundaryless career attitudes and work engagement. In addition, no significant differences were found for gender on contemporary career attitudes and work engagement; significant differences were found for age with boundaryless career attitudes; significant differences were indicated for tenure and boundaryless career attitudes. General conclusions, limitations and recommendations for future research and practice are presented. , M.Com. (Industrial Psychology)
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Dysfunctional psychological aspects of working in a fast food industry
- Ukandu, Nnenna E., Ukpere, Wilfred I., Ukpere, Wilred I.
- Authors: Ukandu, Nnenna E. , Ukpere, Wilfred I. , Ukpere, Wilred I.
- Date: 2012
- Subjects: Employees - Mental health , Work - Psychological aspects , Fast food industry
- Type: Article
- Identifier: uj:5904 , ISSN 1993-8233 , http://hdl.handle.net/10210/8023
- Description: The management within fast food industry has the ability to make their employees’ jobs equal, either enjoyable and rewarding or miserable and boring. Employees are the striking force of an organization, and without them, the organization cannot not function. Therefore, giving employees some forms of autonomy and offering them challenging work can enhance their levels of motivation and satisfaction. Conversely, workers can portray a good mood, emotion and morale if there is positive feedback, good communication and supervision. A case study approach was employed, since the study covered only the fast food industry. Semi-structured interview was utilised to obtain information from senior and store managers, while closed-ended questionnaires were distributed to the rest of the staff members. This research focused on fast food workers that have at least six (6) months of experience to enable the researcher to obtain a valid result. This paper offers managements at fast food outlets in Cape Town insight into how to deal with the psychological problems that (their) employees face, and to prevent potential dangers that these problems are associated with in terms of workers.
- Full Text:
- Authors: Ukandu, Nnenna E. , Ukpere, Wilfred I. , Ukpere, Wilred I.
- Date: 2012
- Subjects: Employees - Mental health , Work - Psychological aspects , Fast food industry
- Type: Article
- Identifier: uj:5904 , ISSN 1993-8233 , http://hdl.handle.net/10210/8023
- Description: The management within fast food industry has the ability to make their employees’ jobs equal, either enjoyable and rewarding or miserable and boring. Employees are the striking force of an organization, and without them, the organization cannot not function. Therefore, giving employees some forms of autonomy and offering them challenging work can enhance their levels of motivation and satisfaction. Conversely, workers can portray a good mood, emotion and morale if there is positive feedback, good communication and supervision. A case study approach was employed, since the study covered only the fast food industry. Semi-structured interview was utilised to obtain information from senior and store managers, while closed-ended questionnaires were distributed to the rest of the staff members. This research focused on fast food workers that have at least six (6) months of experience to enable the researcher to obtain a valid result. This paper offers managements at fast food outlets in Cape Town insight into how to deal with the psychological problems that (their) employees face, and to prevent potential dangers that these problems are associated with in terms of workers.
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Psychological attachment and demographic variables : comparing profit and nonprofit organisations
- Authors: Meyer, Stephanie
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management , Commitment (Psychology) , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414735 , uj:34990
- Description: Abstract: Background and research purpose: Organisations and managers are constantly trying to establish innovative methods to enhance the psychological connection employees have with their work. This study investigates the relationship between demographic variables such as age, gender, and tenure and the psychological attachment of employees while comparing these results across profit and non-profit organisations. Motivation for the study: Generally, employees worldwide are not as connected, enthusiastic, or fully involved with their work, and the literature on psychological attachment and engagement studies reveals limited empirical research on the relationship between psychological attachment and demographic variables across profit and non-profit organisations, especially within the South African context. Research approach, design, and method: In this quantitative, cross-sectional research design, secondary data were used through means of a non-probability sampling strategy within the profit and non-profit organisations across various companies in the African continent. A sample of n = 1029 collected from employees across profit and non-profit organisations was used. Psychological attachment was measured using the Psychological Work Immersion Scale (PWIS). Main findings: A significant relationship was found between psychological attachment and age, and only age differences predicted psychological attachment among the participants. No significant differences in psychological attachment were observed between the profit and nonprofit organisation participants. Practical implications: The research adds value to human resource (HR) practitioners and industrial psychologists in terms of organisational development interventions. It guides HR practitioners to consider interventions specific to differences in age, gender, and tenure. , M.Phil. (Industrial Psychology)
- Full Text:
- Authors: Meyer, Stephanie
- Date: 2019
- Subjects: Psychology, Industrial , Personnel management , Commitment (Psychology) , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/414735 , uj:34990
- Description: Abstract: Background and research purpose: Organisations and managers are constantly trying to establish innovative methods to enhance the psychological connection employees have with their work. This study investigates the relationship between demographic variables such as age, gender, and tenure and the psychological attachment of employees while comparing these results across profit and non-profit organisations. Motivation for the study: Generally, employees worldwide are not as connected, enthusiastic, or fully involved with their work, and the literature on psychological attachment and engagement studies reveals limited empirical research on the relationship between psychological attachment and demographic variables across profit and non-profit organisations, especially within the South African context. Research approach, design, and method: In this quantitative, cross-sectional research design, secondary data were used through means of a non-probability sampling strategy within the profit and non-profit organisations across various companies in the African continent. A sample of n = 1029 collected from employees across profit and non-profit organisations was used. Psychological attachment was measured using the Psychological Work Immersion Scale (PWIS). Main findings: A significant relationship was found between psychological attachment and age, and only age differences predicted psychological attachment among the participants. No significant differences in psychological attachment were observed between the profit and nonprofit organisation participants. Practical implications: The research adds value to human resource (HR) practitioners and industrial psychologists in terms of organisational development interventions. It guides HR practitioners to consider interventions specific to differences in age, gender, and tenure. , M.Phil. (Industrial Psychology)
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The relationship between perceived organizational support for strength use and the imposter phenomenon
- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
- Full Text:
- Authors: Bila, Khongelani Antonnet
- Date: 2019
- Subjects: Industrial relations , Employee motivation , Work - Psychological aspects , Identity (Psychology) , Organizational sociology , Organizational behavior
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448602 , uj:39363
- Description: Abstract: Previous initiatives to increase employee well-being and performance were limited to training and coaching. Recent studies have sought to examine the benefits of taking a strength-based approach to employee well-being and performance. Employees who perceive their organisation to be in support of their strengths often feel more committed toward the organisation itself (organisational identity) and the work roles they hold within the organisation (work identity). When this is not the case, employees may begin to experience feelings of fraudulence or inadequacy in their role (imposter phenomenon). This study aimed to investigate the mediating effects of organisational identity and work identity on perceived organisational support for strength use (POSSU) and the imposter phenomenon, using tenure as a moderator for middle career stage and late career stage employees. The study sample (n = 284) completed the Strength Use and Deficit Correction (SUDCO) questionnaire, Organisational Identification questionnaire, the Tilburg Scale for Work Identity Commitment and Reconsideration of Commitment (TWIS-CRC), and the Clance Imposter Phenomenon Scale (CIPS). This study was quantitative in nature and the Multivariate Analysis of Variance (MANOVA) showed that there were differences between groups, though these differences were minor. The path analysis indicated that organisational identity and work identity fully mediate the relationship between POSSU and the imposter phenomenon... , M.Com. (Industrial Psychology)
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Job crafting in Higher Education : a longitudinal study
- Authors: Dhanpat, Nelesh
- Date: 2019
- Subjects: Organizational change - Psychological aspects , Quality of work life , Employees - Psychology , Work - Psychological aspects , Internet in education
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/455409 , uj:40306
- Description: Abstract: Organisational scholars have long been concerned about the way in which employees experience their work and the related psychological experiences. The workplace presents various job demands and resources that may alter the way in which employees perform their work. Some employees proactively customise the boundaries of their job, known as job crafting. In this study, Wrzesniewski and Dutton’s (2001) conceptualisation of job crafting was applied against the backdrop of higher education in the South African context. Organisations have become interested in how employees alter their jobs, and the effects thereof on work outcomes such as meaningfulness, work engagement, and work-role performance. Over the last two decades, higher education has witnessed immense changes that led to progress on transformation imperatives, equality, greater access to education, transformation of the curriculum, and an increased student population. These changes may place certain demands on employees, both academic and support staff, within higher education institutions (HEIs). Accordingly, the overarching objective of this study was to establish the effects of weekly task crafting and cognitive crafting on weekly meaningful work and weekly work engagement, and subsequently establish the effects of job demands and job resources on weeklytask crafting and congnitive crafting and weekly work-role performance. The aim of the present research was achieved through three independent studies. Study 1 (reported in Article 1) focused on the development and validation of the Higher Education Hindrance Demands Scale. A quantitative approach was employed, and a cross sectional design was adopted. Data wasere collected from 184 academics and analysed using exploratory factor analysis. The reliability of the scale was calculated using Cronbach’s alpha coefficient. The result was, as anticipated, a six-factor model consisting of i) Workload, ii) Higher education unrest, iii) Change management, iv) Decolonisation, v) Online teaching and learning, and vi) Psychological safety. The results indicated excellent reliability (ranging between .74 and .90). The study focussed specifically on the hindrance demands that academic staff face... , Ph.D. (Human Resource Management)
- Full Text:
- Authors: Dhanpat, Nelesh
- Date: 2019
- Subjects: Organizational change - Psychological aspects , Quality of work life , Employees - Psychology , Work - Psychological aspects , Internet in education
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/455409 , uj:40306
- Description: Abstract: Organisational scholars have long been concerned about the way in which employees experience their work and the related psychological experiences. The workplace presents various job demands and resources that may alter the way in which employees perform their work. Some employees proactively customise the boundaries of their job, known as job crafting. In this study, Wrzesniewski and Dutton’s (2001) conceptualisation of job crafting was applied against the backdrop of higher education in the South African context. Organisations have become interested in how employees alter their jobs, and the effects thereof on work outcomes such as meaningfulness, work engagement, and work-role performance. Over the last two decades, higher education has witnessed immense changes that led to progress on transformation imperatives, equality, greater access to education, transformation of the curriculum, and an increased student population. These changes may place certain demands on employees, both academic and support staff, within higher education institutions (HEIs). Accordingly, the overarching objective of this study was to establish the effects of weekly task crafting and cognitive crafting on weekly meaningful work and weekly work engagement, and subsequently establish the effects of job demands and job resources on weeklytask crafting and congnitive crafting and weekly work-role performance. The aim of the present research was achieved through three independent studies. Study 1 (reported in Article 1) focused on the development and validation of the Higher Education Hindrance Demands Scale. A quantitative approach was employed, and a cross sectional design was adopted. Data wasere collected from 184 academics and analysed using exploratory factor analysis. The reliability of the scale was calculated using Cronbach’s alpha coefficient. The result was, as anticipated, a six-factor model consisting of i) Workload, ii) Higher education unrest, iii) Change management, iv) Decolonisation, v) Online teaching and learning, and vi) Psychological safety. The results indicated excellent reliability (ranging between .74 and .90). The study focussed specifically on the hindrance demands that academic staff face... , Ph.D. (Human Resource Management)
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Perceived inclusive leadership and discrimination: The mediating roles of work and personal identities
- Authors: Christos, Daniela
- Date: 2020
- Subjects: Leadership , Work - Psychological aspects , Identity (Psychology) , Discrimination in employment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448638 , uj:39368
- Description: Abstract: The lack of perceived inclusive leadership in the workplace may precede employees’ perceptions of discrimination. Identity is confirmed as a mediator in the relationship between inclusive leadership and discrimination with personal and work identities specifically, proposed to mediate the relationship between inclusive leadership and discrimination. However, there is a gap in the literature confirming the roles and function of personal and work identities in the relationship, which this study aimed to investigate. Adhering to a quantitative approach, a non experimental, cross-sectional research design was employed to conduct the study. Using non probability sampling techniques, a questionnaire comprising a biographical questionnaire, Inclusive Leadership Scale, Chronic Work Discrimination and Harassment Scale, Erikson Psycho Social Inventory, and Tilburg Work Identity Scale for Commitment and Reconsideration of Commitment was distributed to respondents (N = 452) in South African organisations. The results from the path analysis confirmed a statistically significant mediating effect of work identity on the relationship between inclusive leadership and discrimination with the implication that in South Africa, inclusive leadership cultivates work identity, which alleviates perceptions of discrimination. The findings of this research contribute to the limited body of research in the scope of inclusive leadership and personal and work identities; personal and work identities and discrimination; and personal and work identities as mediators of the relationship between inclusive leadership and discrimination. The practical implications relate to recommended implementation of inclusive leadership in South African organisations to reduce perceptions of discrimination, and the cultivation of individuals’ work identities in South African organisations. , M.Com. (Industrial Psychology)
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- Authors: Christos, Daniela
- Date: 2020
- Subjects: Leadership , Work - Psychological aspects , Identity (Psychology) , Discrimination in employment
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/448638 , uj:39368
- Description: Abstract: The lack of perceived inclusive leadership in the workplace may precede employees’ perceptions of discrimination. Identity is confirmed as a mediator in the relationship between inclusive leadership and discrimination with personal and work identities specifically, proposed to mediate the relationship between inclusive leadership and discrimination. However, there is a gap in the literature confirming the roles and function of personal and work identities in the relationship, which this study aimed to investigate. Adhering to a quantitative approach, a non experimental, cross-sectional research design was employed to conduct the study. Using non probability sampling techniques, a questionnaire comprising a biographical questionnaire, Inclusive Leadership Scale, Chronic Work Discrimination and Harassment Scale, Erikson Psycho Social Inventory, and Tilburg Work Identity Scale for Commitment and Reconsideration of Commitment was distributed to respondents (N = 452) in South African organisations. The results from the path analysis confirmed a statistically significant mediating effect of work identity on the relationship between inclusive leadership and discrimination with the implication that in South Africa, inclusive leadership cultivates work identity, which alleviates perceptions of discrimination. The findings of this research contribute to the limited body of research in the scope of inclusive leadership and personal and work identities; personal and work identities and discrimination; and personal and work identities as mediators of the relationship between inclusive leadership and discrimination. The practical implications relate to recommended implementation of inclusive leadership in South African organisations to reduce perceptions of discrimination, and the cultivation of individuals’ work identities in South African organisations. , M.Com. (Industrial Psychology)
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Job demands, job resources, work identity and PsyCap in a clinical research environment
- Authors: Van Rensburg, Linda
- Date: 2020
- Subjects: Clinical trials , Human capital - Psychological aspects , Work - Psychological aspects , Burn out (Psychology)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/456380 , uj:40424
- Description: Abstract: Orientation: Clinical research organisations, like all other companies, also have their own set of job demands, job resources and challenges that influences workplace outcomes. Clinical trials are essential for the improvement of public health, however various internal factors have been found to slow down clinical trials, including employee turnover, workload, conditions of employment and management. Companies are becoming conscious of the importance of employees in achieving organisational outcomes and over the past few decades, research into the factors that influence workplace productivity for example job demands and job resources, work identity and psychological capital and related outcomes have increased, It is beneficial for organisations to understand the intricate correlations and relationships between these constructs that influence workplace productivity, as it allows the organisations to use the information to strategise and plan for optimal human resource management and interventions to improve workplace outcomes. Research purpose: This study aims to explore the relationships between job demands and work identity; job resources and work identity and to determine if PsyCap mediates the relationship between job demands and work identity; and job resources and work identity in a clinical research environment. Motivation for the study: This quantitative study is motivated by the need to understand the factors that drive positive employee behaviour and commitment in the workplace, more specifically in the clinical research environment. “A plethora of research exists on various constructs linked to employee behaviour and ultimately workplace outcomes. Job demands, job resources and work identity are related to workplace outcomes, such as turnover intentions, workload, organisational support and productivity. We do, however, not understand the possible relationship that PsyCap may have with job demands and job resources and work identity. Each of these constructs have been researched extensively in various research settings, however no research exists in the clinical research environment in South Africa... , M.Phil. (Human Resource Development)
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- Authors: Van Rensburg, Linda
- Date: 2020
- Subjects: Clinical trials , Human capital - Psychological aspects , Work - Psychological aspects , Burn out (Psychology)
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/456380 , uj:40424
- Description: Abstract: Orientation: Clinical research organisations, like all other companies, also have their own set of job demands, job resources and challenges that influences workplace outcomes. Clinical trials are essential for the improvement of public health, however various internal factors have been found to slow down clinical trials, including employee turnover, workload, conditions of employment and management. Companies are becoming conscious of the importance of employees in achieving organisational outcomes and over the past few decades, research into the factors that influence workplace productivity for example job demands and job resources, work identity and psychological capital and related outcomes have increased, It is beneficial for organisations to understand the intricate correlations and relationships between these constructs that influence workplace productivity, as it allows the organisations to use the information to strategise and plan for optimal human resource management and interventions to improve workplace outcomes. Research purpose: This study aims to explore the relationships between job demands and work identity; job resources and work identity and to determine if PsyCap mediates the relationship between job demands and work identity; and job resources and work identity in a clinical research environment. Motivation for the study: This quantitative study is motivated by the need to understand the factors that drive positive employee behaviour and commitment in the workplace, more specifically in the clinical research environment. “A plethora of research exists on various constructs linked to employee behaviour and ultimately workplace outcomes. Job demands, job resources and work identity are related to workplace outcomes, such as turnover intentions, workload, organisational support and productivity. We do, however, not understand the possible relationship that PsyCap may have with job demands and job resources and work identity. Each of these constructs have been researched extensively in various research settings, however no research exists in the clinical research environment in South Africa... , M.Phil. (Human Resource Development)
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The moderating effect of cultural values on career adaptability and work engagement
- Authors: Dateling, Tracy Rina
- Date: 2021
- Subjects: Organizational change - Psychological aspects , Adaptability (Psychology) , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/478282 , uj:43220
- Description: Abstract: As the work environment changes, employees are being exposed to cultures that differ from their own, and organisations are looking for ways to increase work engagement. Work engagement is influenced by employees’ ability to adapt proactively to these constantly changing work conditions. The career construction theory framework recognises that career adaptability is influenced by contextual factors such as cultural values. Additionally, career construction theory proposes that high levels of adaptability can induce positive career-related outcomes like work engagement. The aim of this study was to determine the moderating effect of cultural values on the relationship between career adaptability and work engagement. Cultural values as a moderating variable can influence the outcome of this relationship as it affects the development and perception of both work engagement and career adaptability. A quantitative, cross-sectional survey design was used. The sample consisted of South African employees (n = 220). The following questionnaires were used: Utrecht Work Engagement Scale (UWES-9), Career Adapt-abilities Scale (CAAS), and Cultural Values Scale (CVSCALE). The data was analysed using correlation and moderation analysis... , M.Com. (Industrial Psychology)
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- Authors: Dateling, Tracy Rina
- Date: 2021
- Subjects: Organizational change - Psychological aspects , Adaptability (Psychology) , Work - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/478282 , uj:43220
- Description: Abstract: As the work environment changes, employees are being exposed to cultures that differ from their own, and organisations are looking for ways to increase work engagement. Work engagement is influenced by employees’ ability to adapt proactively to these constantly changing work conditions. The career construction theory framework recognises that career adaptability is influenced by contextual factors such as cultural values. Additionally, career construction theory proposes that high levels of adaptability can induce positive career-related outcomes like work engagement. The aim of this study was to determine the moderating effect of cultural values on the relationship between career adaptability and work engagement. Cultural values as a moderating variable can influence the outcome of this relationship as it affects the development and perception of both work engagement and career adaptability. A quantitative, cross-sectional survey design was used. The sample consisted of South African employees (n = 220). The following questionnaires were used: Utrecht Work Engagement Scale (UWES-9), Career Adapt-abilities Scale (CAAS), and Cultural Values Scale (CVSCALE). The data was analysed using correlation and moderation analysis... , M.Com. (Industrial Psychology)
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Career adaptability and work engagement among South African millennials
- Authors: Louis, Brittany L’oreal
- Date: 2021
- Subjects: Employee motivation - South Africa , Work - Psychological aspects , Generation Y
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/478452 , uj:43242
- Description: Abstract: Orientation: Organisations are constantly battling to attract, retain, and keep their employees engaged to keep ahead of their competitors. Since maintaining a high level of work engagement among employees is such a challenge, many organisations are looking to find ways to increase work engagement within the workplace. In addition to that, organisations have placed emphasis on the development of career adaptability among employees and are increasingly creating environments that foster cooperative behaviour such as working in teams. The goal of placing emphasis on work engagement, career adaptability and cooperation is to increase productivity among employees and contribute to the success of the organisation. As millennials are steadily outnumbering other generations within the workplace, the researcher of this study deemed it necessary to use millennials as a sample to determine whether there is a relationship between their levels of career adaptability and work engagement among South African, and whether cooperative behaviour mediates this relationship. Research purpose: To determine the relationship between career adaptability and work engagement, and the mediating effect of cooperation on this relationship in a sample of South African millennials. Research approach and design: This study adopted a cross-sectional research design and a quantitative research approach. A non-probability purposive convenient sampling method was utilised to gather the sample of n= 301 millennials. Main findings: The results indicate that cooperation partially mediates the relationship between career adaptability and work engagement, which means that a relationship between career adaptability and work engagement exists without the influence of cooperation, but if cooperation comes into play, there is still a relationship between career adaptability and work engagement. , M.Phil. (Industrial Psychology)
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- Authors: Louis, Brittany L’oreal
- Date: 2021
- Subjects: Employee motivation - South Africa , Work - Psychological aspects , Generation Y
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/478452 , uj:43242
- Description: Abstract: Orientation: Organisations are constantly battling to attract, retain, and keep their employees engaged to keep ahead of their competitors. Since maintaining a high level of work engagement among employees is such a challenge, many organisations are looking to find ways to increase work engagement within the workplace. In addition to that, organisations have placed emphasis on the development of career adaptability among employees and are increasingly creating environments that foster cooperative behaviour such as working in teams. The goal of placing emphasis on work engagement, career adaptability and cooperation is to increase productivity among employees and contribute to the success of the organisation. As millennials are steadily outnumbering other generations within the workplace, the researcher of this study deemed it necessary to use millennials as a sample to determine whether there is a relationship between their levels of career adaptability and work engagement among South African, and whether cooperative behaviour mediates this relationship. Research purpose: To determine the relationship between career adaptability and work engagement, and the mediating effect of cooperation on this relationship in a sample of South African millennials. Research approach and design: This study adopted a cross-sectional research design and a quantitative research approach. A non-probability purposive convenient sampling method was utilised to gather the sample of n= 301 millennials. Main findings: The results indicate that cooperation partially mediates the relationship between career adaptability and work engagement, which means that a relationship between career adaptability and work engagement exists without the influence of cooperation, but if cooperation comes into play, there is still a relationship between career adaptability and work engagement. , M.Phil. (Industrial Psychology)
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